Human Resources Generalist Jobs

About The Position

Requirements

• Demonstrated understanding best practices for recruiting; candidate interviews, and building structured onboarding programs.
• Demonstrated ability to mediate disputes, handle workplace grievances, and build a positive, productive workplace culture.
• Demonstrated ability to clearly articulate company policies, draft employee-wide announcements, and have delicate conversations (terminations or performance warnings).
• Demonstrated skills to absorb, understand, and interpret the concerns of employees and management before taking action.
• Demonstrated ability to collect and interpret HR metrics (e.g., turnover rates, time-to-hire) to guide strategic decision-making.
• Demonstrated skills to guide managers on handling team dynamics, promotions, and organizational changes.
• Ability to juggle multiple tasks simultaneously/prioritize urgent compliance or safety issues over lower-level administrative work.
• Professionalism and trustworthiness to handle extremely sensitive personal and financial data without compromising employee trust or company ethics.
• Demonstrated skills to evaluate complicated workplace situations (often grey) and formulate fair, logical, grounded solutions.
• Demonstrated interpersonal skills to navigate diverse cultures, personalities, and back-grounds with high emotional intelligence and tact.
• Ability to pivot quickly and guide staff through organizational changes such as new technology implementations.

Nice To Haves

• SHRM-CP / PHR preferred or willingness to attain SHRM-CP certification within 18-months of employment.
• Associates in Human Resources, Management, or Bachelors in Business Preferred.
• 6 years of demonstrated experience in Human Resources will substitute for education.

Responsibilities

• Strategically guide and provide consultation to employees and managers on general and specialized fundamental and moderately complex HR issues, including advising on and interpreting matters not clearly defined in existing HR policies, practices, and processes.
• Facilitate and lead implementation of HR programs.
• Leverage knowledge of organizational development, strategy, and goals to suggest efficiencies and process improvement opportunities.
• Serve as a team or project lead on HR initiatives.
• Serve as the first point of contact to consult with managers on disability/leave and workers’ compensation matters (eligibility, process, accommodations), consulting with more senior HR on highly complex matters as needed.
• Educate and train managers on workers’ compensation and leave oversight and advise managers on interim staffing plans resulting from employee absences.
• Serve as the first point of contact to consult with managers on employee labor relations matters corrective action, investigations, workplace accommodations, wage/hour, layoffs, terminations).
• Consult with more senior HR team members on highly complex issues as needed.
• Educate and train managers to meet RCMS guidelines.
• Collaborates closely with the Compliance Director to serve as the point person to gather, assemble and present internal privileging and credentialing documents to the committee for provider enrollment, credentialing, re-credentialing, with Medicare/Medi-Cal/commercial insurances and other payers.
• Maintains accurate, audit-ready files; monitors licenses, certifications, renewals; partners with providers, leadership, and credentialing vendors to ensure timely compliance and uninterrupted participation in health plans.
• Lead the development and implementation of employee surveys and initiatives to assess and support a positive work environment at RCMS.
• Analyze survey data and provide recommendations to Leadership Team to support employee engagement and help RCMS to be a GREAT PLACE TO WORK.
• Consult with leadership in developing, implementing, and monitoring action plans for positive changes.
• Educate and train managers in creating and sustaining a positive work environment for their teams.
• Manage the HRS system, record retention and internal management of hard files and network filers to create a cohesive and organized system of employee personnel files.
• Generate and explain labor related reports to present the Leadership Team and presented to the Board of Directors (turnover, movement, accrual usage, etc.) for their teams, recommendations on associated policies, procedures, programs and services to support employee retention and recruitment.
• Consult senior HR team members on highly complex matters as needed.
• Educate and train managers in understanding, interpreting, and applying available reports.
• Consult with managers on performance management matters (setting expectations and goals, regular check-ins, developing positive performance/ behaviors, conducting annual reviews).
• Consult with managers on recruitment (creating job postings, determining job-specific competencies, interviewing tools & techniques, candidate selecting & onboarding).
• Analyze candidate data and collaborate with leadership on recruitment strategy, events and outreach.
• Serve as lead coordinator in for candidate visits to RCMS.
• May oversee the RCMS’s onboarding and exit processes to ensure a smooth experience for employees.
• Consult with managers and employees on talent development (aligning RCMS’s mission, vision, values, strategic plan, goals with personal motivation & talents, promoting professional development opportunities, coaching and mentoring.
• Participates in recruiting events and networking.
• Consulting with senior HR members and Executive Leadership on highly complex matters as needed.
• May contribute to the development of new, local professional development and growth initiatives in the region related to economic development and career paths for local community members.
• Monitor timecard accuracy, status changes, HR employee changes/updates in the HRIS system and in coordination with the payroll processing team and mangers to ensure timely accurate reporting to the payroll coordinator.
• Maintain consistency with and support for RCMS policies, procedures and requirements, and applicable local, state, federal laws.
• Facilitate initiatives to foster an inclusive workplace culture where all employees feel valued, respected, and empowered.
• Address employee inquiries, workplace conflicts, conduct investigations and manage disciplinary action processes.
• Develop processes to communicate policy updates and educate employees in a timely and accurate manner.
• Support the managers to ensure employee morale, satisfaction and retention for employees to be cared for and are productive contributors to RCMS’s mission, vision, values, strategic plan and goals.
• Serves as the primary point of contact for employees and leaders to raise concerns and support leaders when communicating change.